Extra Duty Compensation A. This schedule is based on time devoted by the unit member beyond the regular at-school duty hours. A unit member will not receive extra duty compensation for more than two assignments unless approved by the Board. ANNUAL COMPENSATION 2019 - 2020 SCHOOL YEAR Number Position Step 1 Step 2 Step 3 2 Athletic Directors $2448 $2564 $2696 2 Head Football Coaches 5342 5459 5588 6 Asst. Football Coaches 3684 3766 3852 4 Head Basketball Coaches 0000 0000 0000 8 Asst. Basketball Coaches 1758 1836 1922 2 Wrestling Head Coaches 2170 2274 2383 2 Asst. Wrestling Coaches 1386 1489 1597 2 Baseball Coaches 2021 2119 2213 2 Asst. Baseball Coaches 1386 1489 1597 2 Band Directors 5342 5459 5588 3 Asst. Band Directors 3740 3820 3909 2 Varsity Cheerleader Advisor 1649 1723 1810 2 Asst. Varsity Cheerleader Adv. 1154 1203 1267 2 Volleyball Coaches 2108 2203 2308 2 Asst. Volleyball Coaches 1386 1489 1597 3 Mock Trail Directors 1067 1117 1170 2 Drama Coaches 1067 1117 1170 2 Golf Coaches 1067 1117 1170 2 Softball Coaches 1810 1894 1980 2 Asst. Softball Coaches 1386 1489 1597 4 Head Track Coaches 2021 2119 2213 4 Asst. Track Coaches 1386 1489 1597 4 Tennis Coaches 1067 1117 1170 2 Unified Tennis Coaches 1100 1150 1176 4 Cross Country Coaches 1067 1117 1170 4 Soccer Head Coaches 2108 2203 2308 4 Asst. Soccer Coaches 1386 1489 1597 2 VICA Advisors 1067 1117 1170 1 Co-Wide Student Council Adv. 1067 1117 1170 2 Junior Class Advisor 1067 1117 1170 2 Senior Class Advisor 1067 1117 1170 2 Bowling Coaches 1067 1117 1170 2 Indoor Track Coaches 1067 1117 1170 1 Unified Track SH Coach 1100 1150 1176 Funding will be provided by Special Olympics Number Position Step 1 Step 2 Step 3 1 Aquatics Head Coach $660 $688 $704 1 Aquatics Asst. Coach 440 462 472 2 Bocce Head Coaches 660 688 704 2 Bocce Asst. Coaches 440 462 472 1 Track & Field Coach 660 688 704 Maximum number of positions are shown. Actual number of positions shall be determined on a per season basis; however, under no condition will the total number of positions be fewer than sixty-two (62).
Provision for Generation Compensation Grid unavailability in a contract year as defined in the PPA: (only period from 8 am to 6 pm to be counted): Generation Loss = [(Average Generation per hour during the Contract Year) × (number of hours of grid unavailability during the Contract Year)] Where, Average Generation per hour during the Contract Year (kWh) = Total generation in the Contract Year (kWh) ÷ Total hours of generation in the Contract Year. The excess generation by the SPD equal to this generation loss shall be procured by the Buying Utility at the PSA tariff so as to offset this loss in the succeeding 3 (three) Contract Years.
Multi-Year Planning The CAPS will be in a form acceptable to the LHIN and may be required to incorporate (1) prudent multi-year financial forecasts; (2) plans for the achievement of performance targets; and (3) realistic risk management strategies. It will be aligned with the LHIN’s then current Integrated Health Service Plan and will reflect local LHIN priorities and initiatives. If the LHIN has provided multi-year planning targets for the HSP, the CAPS will reflect the planning targets.
Progressive Discipline The Employer will follow the principles of progressive discipline. Disciplinary action shall be commensurate with the offense. Disciplinary action shall include:
Longevity Compensation Longevity payments will be made to all employees hired prior to January 1, 1999 with continuous full-time service according to the following schedule:
DISCIPLINE OF TEACHERS A. The Board may adopt rules and regulations not in conflict with the terms of this Agreement concerning the discipline of teachers.
Progressive Payment For Property in which there is / are outstanding progressive payment(s) due to the Developer:-
STATEWIDE ACHIEVEMENT TESTING When CONTRACTOR is an NPS, per implementation of Senate Bill 484, CONTRACTOR shall administer all Statewide assessments within the California Assessment of Student Performance and Progress (“CAASP”), Desired Results Developmental Profile (“DRDP”), California Alternative Assessment (“CAA”), achievement and abilities tests (using LEA-authorized assessment instruments), the Fitness Gram with the exception of the English Language Proficiency Assessments for California (“ELPAC”) to be completed by the LEA, and as appropriate to the student, and mandated by XXX xxxxxxxx to LEA and state and federal guidelines. CONTRACTOR is subject to the alternative accountability system developed pursuant to Education Code section 52052, in the same manner as public schools. Each LEA student placed with CONTRACTOR by the LEA shall be tested by qualified staff of CONTRACTOR in accordance with that accountability program. XXX shall provide test administration training to CONTRACTOR’S qualified staff. CONTRACTOR shall attend LEA test training and comply with completion of all coding requirements as required by XXX.
Longevity Stipend One (1) Renton Technical College longevity stipend in the amount of six hundred dollars ($600) will be paid annually in July to each qualifying employee who has ten (10) or more year’s seniority on July 5th.
Staffing Levels to deal with Potential Violence The Employer agrees that, where there is a risk of violence, an adequate level of trained employees should be present. The Employer recognizes that workloads can lead to fatigue and a diminished ability both to identify and to subsequently deal with potentially violent situations.
